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I’m not really a mind reader, so for the sake of simplicity we’ll speak hypothetically. Let’s say your company produces widgets for profit. Any money diverted from the income derived from your companies sales of widgets, say to employ HR people to manage employee benefits and whatnot, is a loss no matter how much you wish to sugar-coat it or “Yes, but…” me. Remember: indirect profit is still a financial loss. It’s just managed better. Your department doesn’t directly profit your company. You are a conceded loss to your employer. Thanks for playing.
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And what if the HR people were not employed specifically for that purpose? Suppose that those people were already employed and this is just one aspect of their job among many others. Which is fairly standard. Then the cost to administer the benefits is either quite low or nothing at all. Of course that depends on how the company is run. So please try not to generalize so much.
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You are obviously not considering the total cost of your company’s entitlement programs, both financial and human. Think it through again, looking at the big picture, and if you have further questions, file a lawsuit against the college you attended.
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Never attended college. But I have been doing payroll, HR, corporate taxes, and budgeting for companies and currently a university since I was 18. I am well aware of the costs both direct and indirect.
BTW - have you seen what health and dental coverage costs in CA? It is way less expensive for employers to cover it. Most Californians would rather take the $35000.00 a year job with insurance than the $38000.00 without.